Being made redundant is one of the most stressful experiences you can face. The moment your employer tells you your role is at risk, your mind races — finances, mortgage, family, next steps. In that state, most people focus on what comes next rather than what to say right now.
But what you say in your response to your employer — and how you say it — could be the difference between receiving everything you are legally entitled to, or walking away with less than you deserve.
Your response is not just a formality. It is the beginning of a legal process. And getting it right from the start protects you.
Why Your Response to Redundancy Matters
When your employer notifies you that your role is at risk, they are legally required to begin a consultation process under the Employment Rights Act 1996. That process gives you the right to respond, to question the decision, and to put forward alternatives.
Many employees treat the initial notification as the end of a conversation. It is actually the beginning of one — and your response sets the tone for everything that follows.
A well-written response demonstrates that you understand your rights, that you are engaged in the process, and that you will not simply accept an outcome without proper consideration. That alone changes the dynamic with your employer.
According to research by the Chartered Institute of Personnel and Development (CIPD), employees who actively engage in the redundancy consultation process are more likely to receive enhanced settlement terms than those who do not respond at all. Silence is not neutral. It is often interpreted as acceptance.
What to Include in Your Response
Your response does not need to be long. It needs to be clear, professional, and cover the right ground.
Acknowledge receipt of the notification Confirm in writing that you have received the redundancy notification and the date on which you received it. This establishes the timeline and demonstrates that you are engaged in the process.
Request key information You are entitled to receive specific information from your employer before the consultation can proceed meaningfully. Request in writing:
The selection pool — who else was considered for redundancy and why The selection criteria — what factors were used to score employees Your individual selection scores — and how each score was calculated The alternatives to redundancy that have been considered, including redeployment, reduced hours, and voluntary redundancy The proposed redundancy pay calculation — broken down into statutory and any contractual elements 3. State that you wish to participate fully in the consultation Make clear that you intend to engage with the process and that you expect a genuine consultation — not a series of meetings where the outcome has already been decided.
Common Mistakes to Avoid
"I just signed the paperwork and left," said Mark, 47, a warehouse supervisor made redundant after 14 years. "Nobody told me I could question the process. I found out six months later that my selection score had an error in it. By then it was too late."
Mark's experience is far from unusual. The most common mistakes employees make in responding to redundancy are:
Saying nothing — failing to respond at all, which is often treated as implicit acceptance of the process Responding emotionally — anger or distress in written correspondence can undermine your position significantly Signing documents too quickly — particularly settlement agreements, which require independent legal advice before signing and which waive your right to bring future claims Failing to request your selection scores — these are the most common source of errors in redundancy processes, and errors can form the basis of a successful appeal Missing the appeal deadline — most employers require appeals within five to ten working days of the redundancy notification. Missing this window can close off your right to challenge entirely How to Protect Your Redundancy Pay Entitlement
Statutory redundancy pay is calculated using a formula based on your age, your weekly pay, and your length of continuous service — up to a maximum of 20 years. From April 2025, the weekly pay cap for statutory redundancy purposes is £643.
Before you accept any redundancy pay figure, verify it independently using a redundancy pay calculator. Employers do make errors — sometimes accidentally, sometimes not. You are also entitled to check whether your contract provides for an enhanced redundancy payment above the statutory minimum.
Do not assume the figure you have been given is correct. Check it.
If your employer is insolvent, statutory redundancy pay is guaranteed by the National Insurance Fund — you will not lose your entitlement simply because the employer cannot pay.
What the Process Should Look Like
A fair redundancy process under the ACAS Code of Practice includes:
A written notification that your role is at risk, with reasons A genuine individual consultation period — not just a single meeting The opportunity to be accompanied at meetings by a colleague or trade union representative Consideration of any alternatives you put forward A written outcome with reasons The right to appeal the decision If any of these steps are missing or treated as a formality, the process may be unfair — and an unfair process can form the basis of an unfair dismissal claim at an Employment Tribunal.
Your Action Plan
Respond to your employer's redundancy notification in writing — do not stay silent Request your selection scores, selection criteria, and full redundancy pay calculation in writing Check your redundancy pay entitlement independently using a free calculator Do not sign any settlement agreement without taking independent legal advice first Note your appeal deadline — most employers require appeals within five to ten working days Download your free redundancy response template and action plan at 👉 https://myredundancyrights.co.uk/action-plan 👉 https://myredundancyrights.co.uk/my-rights 👉 https://myredundancyrights.co.uk/legality-checker Being made redundant is not the end. But how you respond in the first few days can shape everything that follows. Respond clearly, respond in writing, and respond knowing your rights.